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기존 HRD 패러다임 고찰을 통한 새로운 HRD 패러다임의 탐색 : 인간중심 패러다임

Proposing the New HRD Paradigm for the New Environment

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한국인력개발학회 (The Korean Society For Human Resource Development)|2013.05|HRD연구 (The Korean Journal of Human Resource Development Quarterly)|제15권 제2호|pp. 23-52|DOI 10.18211/kjhrdq.2013.15.2.002

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참고문헌

키워드

paradigm조직환경Organizational supportHRD 패러다임인간중심 패러다임Human focused paradigm

초록

본 연구는 기존에 많은 학자들에 의하여 논의되었던 주된 HRD 패러다임을 검토하여, 새로운 경영 환경에 부응하는 새로운 HRD 패러다임을 제안하고자 한다. HRD의 본질에 대한 논의가 이루어진 다양한 참고문헌을 바탕으로 기존의 학습, 성과, 통합적 패러다임을 주제별로 정리하여, 기존 패러다임이 안고 있는 한계와 문제점을 조심스럽게 지적하였으며, 더 나아가 현 조직들이 직면하고 있는 문제를 조명하여 새로운 HRD 패러다임을 제시하였다. 본 연구에서는 새로운 HRD 패러다임으로써, ‘인간중심 패러다임’을 제시하였다. 현재 주요 HRD의 업무는 조직 주도하에 일괄적으로 이루지는 교육훈련에 많은 초점이 맞추어져 있는 것이 현실이다. 하지만, 시시각각 변화하고 예측 불가능한 문제들을 주로 다루어야하는 미래의 조직 환경에서는 조직 주도하 HRD로는 어떠한 문제에 대한 보충적인 역할 밖에는 수행할 수 없을 것이다. 미래의 조직에서는 대거의 인력보다는 충분한 역량과 자질을 갖춘 개개인의 역할이 중요하며, 이러한 조직 환경에서 HRD의 전략적 중요성을 강조하기 위해서는 개인의 내적 능력을 향상시켜 어떠한 문제에도 능동적, 창의적, 신속하게 대처할 수 있는 개인의 개발에 초점을 맞춰야 할 것이다. 본 연구에서는 기존의 HRD 패러다임의 고찰을 통하여 새로운 HRD 패러다임인 ‘인간중심 패러다임’을 제시하고자 한다.

Abstract

Since the field of Human Resource Development(HRD) has been introduced, there were many consensuses and debates to defining the actual paradigm of HRD. Historically, there were three main paradigms of HRD: learning, performance, and integration of learning and performance. The common assumption of three previous HRD paradigms could be that organizations have to carefully design their HRD programs and practices considering either individual development or organizational performance. In other words, organizations have to play key roles in implementing HRD. This would be very feasible when the environment is stable, and its changing pace is slow, because it usually takes certain amount of time to develop HRD programs. In short, three existing paradigms mutually agreed that organizations should develop and design HRD practices well to support either individual learning or organizational performance, that highly focused on the systematic aspect of HRD. Unfortunately, nowadays, technology is changing rapidly, the business environment cannot be predicted, and customer demands become fastidious, so many organizations have to deal with ad hoc problems, that require the fast decision making process. Therefore, they attempt to change themselves to adapt to the new environment by flattening their organizational structures, building advanced technological infrastructures, and changing the organizational culture. However, it is still not nimble enough to keep up with the fast changing environment. On the other hand, individuals who are able to unleash their ability can response to the fast changing environment and fussy customer demands much faster than organizational processes. Consequently, it is critically necessary to shift the HRD paradigm from the organizational level to focusing more on the human aspect. The organization should find the new HRD paradigm which create the organizational climate and systems to facilitate individual potentials and creativity. This study is proposing the new paradigm of HRD, as namely, The human focused paradigm.

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